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How Springhouse works to get the best result for its clients

At Springhouse we pride ourselves on consistently getting the right result for our clients. This is a collaborative process: we will always take time to understand our clients’ concerns and help them focus on what the best outcome for them may be. 


Our knowledgeable employment law specialists will then use their extensive experience to move matters forward and reach an acceptable resolution.


The human factor matters

Every case is different, no two scenarios will be exactly the same and the human factor – namely the personalities and priorities of the individuals involved – means we need to tweak our tactics every time to achieve the best possible outcome for our client.

We will come up with creative solutions


However, our overarching aim is always the same: to act in the best interests of our client in everything we do. Sometimes, “best interests”, doesn’t equate to the largest settlement, it might be that a speedy resolution is the best way to help someone because their health is suffering, or that a return to work – on the right terms – is actually better than a termination of employment. Springhouse solicitors are experts in coming up with creative solutions and ways of working to help our clients achieve their aims.


We’re with you every step of the way 

Workplace disputes are stressful for those involved but, there is not much we haven’t seen and this knowledge means we can guide individuals through the process, providing re-assurance and tactical help along the way.

The case study below is just one, recent, real-life example of how Springhouse has assisted a client to resolve their workplace dispute in a positive way.


Case study 

The client worked for a government body and was initially being advised by another law firm. The client was going through the disciplinary process, accused of gross misconduct and was off sick, with the threat of a hearing on her return hanging over her. After several months she was getting no closer to a resolution, so she approached Springhouse for help. We were able to write to the employer pointing out the flaws in the disciplinary process to date and this resulted in a generous settlement offer, enabling our client to achieve her aim of leaving her employer on her own terms and averting the risk of a dismissal for misconduct.


a woman is writing on a tablet while using a laptop .
By Matthew Kilgannon 20 Mar, 2024
Every April, the Government reviews and makes changes to employment laws, including a review of financial rates. Below we set out a summary of the proposed changes coming into effect in April and beyond.
a man in a wheelchair is sitting at a desk with a woman standing next to him .
By Marianne Wright 20 Feb, 2024
In the modern workplace, fostering a culture of inclusivity and ensuring equal treatment for all employees is a crucial aspect of employment law. Discrimination based on disabilities (which can include mental health conditions) is strictly prohibited in the United Kingdom. This article explores the legal framework in UK employment law that safeguards employees against discrimination and highlights the consequences faced by employers who fail to uphold these important principles.
a man is sitting at a desk in a dark room using a laptop computer. GDPR
By Emily Kidd 06 Feb, 2024
In an era of heightened data protection awareness and stringent regulations like the General Data Protection Regulation (GDPR), employees play a critical role in safeguarding personal data. This article explores the legal consequences that employees may face in the United Kingdom when implicated in data protection breaches at the workplace.
person holding up a mental health book and in a discussion
By Yeing-Lang Chong 22 Jan, 2024
In recognition of the importance of employee well-being, employers in the UK are increasingly implementing well-being initiatives to support the mental health and overall well-being of their workforce. These initiatives, which can include employee assistance programs (EAPs) and wellness programs, aim to provide support, resources, and interventions that enhance employee well-being. This article explores the legal framework surrounding well-being initiatives in UK employment law and highlights the benefits and considerations for employers when implementing such programs.
Female employee getting harassed at work by a colleague
By Marianne Wright 19 Jan, 2024
Creating a safe and respectful work environment is a fundamental aspect of UK employment law. This article explores the legal obligations placed on employers to address workplace harassment, highlighting the measures they should take to promote a culture of respect and protect their employees' mental health.
By Emily Kidd 04 Dec, 2023
In recent years, there has been increasing recognition of the importance of mental health in the workplace. Employment law acknowledges the sensitive nature of mental health disclosures and places obligations on employers to handle such disclosures with care, confidentiality, and without discrimination. This article explores the legal framework surrounding mental health disclosures in the workplace, emphasising the responsibilities employers have in safeguarding employee privacy and ensuring a supportive and inclusive environment.
By Emily Kidd 04 Dec, 2023
The General Data Protection Regulation (GDPR) revolutionised the way organisations handle personal data, and for Human Resources (HR) departments in the United Kingdom, compliance is paramount. This article provides a comprehensive exploration of best practices for HR to safeguard employee data and ensure GDPR compliance in the workplace.
Whistleblowing, Sexual Harassment and Gagging Clauses image
By Louise Maynard 09 Nov, 2023
On 23 October 2024, the new, positive duty to prevent sexual harassment in the workplace comes into force. The extent to which a non-disclosure agreement can prevent a worker disclosing sexual harassment will be under the limelight. In the employment context, the most common area for non-disclosure agreements is settlement agreements, under which an employee agrees to settle all claims in return for a compensation payment often where the employer has been unable to resolve a grievance including unlawful discrimination or sexual harassment.
Positive duty to prevent sexual harassment in the workplace
By Louise Maynard 03 Nov, 2023
On 26 October 2023, Parliament passed new legislation to amend the Equality Act 2010 to place a duty on employers to take reasonable steps to prevent sexual harassment of employees and workers during the course of their employment. The new duty comes into force on 26 October 2024.
What is a Deposit order in the Employment Tribunal?
By Louise Maynard 28 Aug, 2023
Employment tribunals are often reluctant to strike out cases at an early stage unless there is a compelling reason to do so. An alternative option for the Tribunal is to make a deposit order.
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